CANDIDATES’ INFORMATION BOOKLET

PLEASE READ CAREFULLY

Open competition for appointment to the position of:

CLERICAL OFFICERS (CORPORATE SUPPORT)IN THE LAW REFORM COMMISSION

Closing date: Friday 14th September at noon

The Law Reform Commission is committed to a policy of equal opportunity.

The Law Reform Commission will run this campaign in compliance with the Code of Practice for Appointment to Positions in the Civil Service and Public Service prepared by

the Commission for Public Service Appointments (CPSA).

Codes of practice are published by the CPSA and are available on www.cpsa.ie

Telephone Number: (353) 1 637-7646Email: recruitment@lawreform.ie Web: www.lawreform.ie

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TABLE OF CONTENTS

Page

Background Information on the Post 3

Job Function 3

Key Responsibilities 3

Qualifications & Experience 4

Eligibility 5

Principal Conditions of Service 6

Competition Process 10

Closing Date 10

Selection Methods 10

Confidentiality 11

Security Clearance 11

Candidates’ Rights 11

Candidates’ Obligations 13

Data Protection Acts 1988 to 2018 14

Appendix 1: Key Competencies 15

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Clerical Officers (Corporate Support) in the Law Reform Commission

Background Information on the postThe Law Reform Commission is a statutory body established by the Law Reform Commission Act 1975. The Commission has five members - the President, the Full-time Commissioner, and three part-time Commissioners.

Its role is to keep the law under independent, objective and expert review, to make consequent recommendations for law reform and to make current law accessible for all.

Job Function:The Commission is seeking to fill a Clerical Officer role in Corporate Services, under the direction of the Head of HR and Corporate Services. The Clerical Officer will work as part of a administration team and support the functions of the Law Reform Commission. The Clerical Officer will have the following key responsibilities in Corporate Services.

Corporate Support Responsibilitiesa. Provide high level executive support to the Head of HR and Corporate Services, the Full

Time Commissioner and the Commission, including the preparation and collation of papers for Commission meetings, organising internal and external meetings, preparation of word documents, spread sheets and diary management. The preparation of Commission papers will include the co-ordination and compilation of input from individual groups across the organisation;

b. Support a range of administrative processes including document management procedures for Corporate Services, the initiation of purchase orders and matching with appropriate invoices received;

c. Coordination of ad hoc issues that arise under the management of the office facilities, liaising with third party providers to resolve issues and ensuring records or repairs/maintenance are kept up to date;

d. Screening telephone calls, enquiries and requests, and handling them when appropriate. Responding to and/or directing communications/correspondence appropriately on behalf of the Full Time Commissioner and the Commission;

e. Devising and maintaining office systems, including data management, filing, etc; f. Organising meetings / briefings and ensuring the Full Time Commissioner is equipped

with documentation /presentations for meetings; g. Maintain asset register for all furniture and equipment in Corporate Support;h. Stationery Management: managing purchase requisitions and budget tracking for the

Corporate Services unit.

QUALIFICATIONS AND EXPERIENCE

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Essential Requirements:

Candidates must have, on or before August 1st, 2018

a) have obtained at least Grade D (or a Pass) in Higher or Ordinary Level, in five subjects from the approved list of subjects in the Department of Education Established Leaving Certificate Examination or Leaving Certificate Vocational Programme or a pass Leaving Certificate Applied or an equivalent qualification on the National Framework of Qualifications (NFQ) or

b) have passed an examination of at least equivalent standard;

Desirable further skills:

Ideally, candidates will also have one or more of the following:

a) Responsive and flexible approach to work, with a “can-do” attitude to requests and tasks;

b) Be self-motivated and prepared to work on own initiative; c) Attention to detail and excellent organisational skills;d) The ability to work under tight deadlines and high pressure and complete tasks in a

timely manner. e) Be a team player, yet highly self-driven and ambitious; f) High level of IT proficiency and working knowledge of the Microsoft package; g) Works effectively as part of a team and on own initiative.

Candidates will be expected to be able to demonstrate the competencies for a role at Clerical Officer level. Please refer to the Appendix.

Panel

A panel will be established from which future vacancies may be filled. If you would like additional information on these vacancies please visit the Commission’s website www.lawreform.ie or contact the HR Unit at Tel. 01-6377624.

Eligibility to compete and certain restrictions on eligibilityCandidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA). The EEA consists of the Member States of the European Union along with Iceland, Liechtenstein and Norway. Swiss citizens under EU agreements may also apply. To qualify candidates must be citizens of the EEA by the date of any job offer.

Collective Agreement: Redundancy Payments to Public Servants The Department of Public Expenditure and Reform letter dated 28th June 2012 to Personnel Officers introduced, with effect from 1st June 2012, a Collective Agreement which had been reached between the Department of Public Expenditure and Reform and the Public Services Committee of the ICTU in relation to ex-gratia Redundancy Payments to Public Servants. It is a condition of the Collective Agreement that persons availing of the agreement will not be eligible for re-employment in the Public Service by any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011) for a period of 2 years from termination of the employment. People who availed of this scheme and who may be

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successful in this competition will have to prove their eligibility (expiry of period of non-eligibility)

Incentivised Scheme for Early Retirement (ISER ): It is a condition of the Incentivised Scheme for Early Retirement (ISER) as set out in Department of Finance Circular 12/09 that retirees, under that Scheme, are not eligible to apply for another position in the same employment or the same sector. Therefore, such retirees may not apply for this position.

Department of Health and Children Circular (7/2010):The Department of Health Circular 7/2010 dated 1 November 2010 introduced a Targeted Voluntary Early Retirement (VER) Scheme and Voluntary Redundancy Schemes (VRS). It is a condition of the VER scheme that persons availing of the scheme will not be eligible for re-employment in the public health sector or in the wider Public Service or in a body wholly or mainly funded from public moneys. The same prohibition on re-employment applies under the VRS, except that the prohibition is for a period of 7 years. People who availed of the VER scheme are not eligible to compete in this competition. People who availed of the VRS scheme and who may be successful in this competition will have to prove their eligibility (expiry of period of non-eligibility).

Department of Environment, Community & Local Government (Circular Letter LG(P) 06/2013)The Department of Environment, Community & Local Government Circular Letter LG(P) 06/2013 introduced a Voluntary Redundancy Scheme for Local Authorities. In accordance with the terms of the Collective Agreement: Redundancy Payments to Public Servants dated 28 June 2012 as detailed above, it is a specific condition of that VER Scheme that persons will not be eligible for re-employment in any Public Service body (as defined by the Financial Emergency Measures in the Public Interest Acts 2009 – 2011 and the Public Service Pensions (Single Scheme and Other Provisions) Act 2012) for a period of 2 years from their date of departure under this Scheme. These conditions also apply in the case of engagement/employment on a contract for service basis (either as a contractor or as an employee of a contractor).

Declaration:Applicants will be required to declare whether they have previously availed of a Public Service scheme of incentivised early retirement. Applicants will also be required to declare any entitlements to a Public Service pension benefit (in payment or preserved) from any other Public Service employment and/or where they have received a payment-in-lieu in respect of service in any Public Service employment.

Maximum Recruitment Age:Candidates should be aware that a maximum recruitment age will apply to this competition. Candidates must not yet be 67 years of age on the closing date and time for the competition.

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Principal Conditions of Service

1. General: The appointment is to an established post in the Civil Service and is subject to the Civil Service Regulation Acts 1956 to 2005, the Public Service Management (Recruitment and Appointments) Act 2004 and any other Act for the time being in force relating to the Civil Service.

2. PayThe salary scale for the position (rates effective from 1 January 2018) is as follows:

Clerical Officer PPC Salary Scale:

€442.84, €471.81, €479.18, €493.54, €514.73 €535.87 €557.02 €578.14, €598.72 €619.29, €633.78, €654.14, €674.38, €705.97, €730.76*, €742.14**

*The first long service increment (LSI1) is payable after 3 years satisfactory service on the “max”. **LSI2 is payable after 3 years satisfactory service on LSI1.

This rate will apply to new entrants who are members of the Single Scheme and will also apply where the appointee is a civil or public servant appointed on or after 6th April 1995 and is making a personal pension contribution.

A different rate may apply where the appointee is an existing civil or public servant appointed on or before 6 April 1995 and is not required to make a personal pension contribution.

The rate of remuneration will not be subject to negotiation and may be adjusted from time to time in line with Government pay policy.

Candidates should note that entry will be at the minimum of the scale and will not be subject to negotiation and the rate of remuneration may be adjusted from time to time in line with Government pay policy. Different terms and conditions may apply if, immediately prior to appointment, the appointee is a permanent civil or public servant.

The rate of pay offered will be the first point of the appropriate scale and will be payable monthly in arrears by Electronic Fund Transfer (EFT) into a bank account of your choice. Payment cannot be made until you supply a bank account number and bank sort code to the Head of HR and Corporate Services. Statutory deductions from salary will be made as appropriate by the Commission.

You will agree that any overpayment of salary, allowances, or expenses will be repaid by you in accordance with Circular 07/2018: Recovery of Salary, Allowances, and Expenses Overpayments made to Staff Members/Former Staff Members/Pensioners.

3. TenureThe appointment is to an established position as a Clerical Officer in the Civil Service on a probationary contract for a period of one year. During the period of your probationary contract, your performance will be subject to review by your supervisor(s) to determine whether you:

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(i) Have performed in a satisfactory manner; (ii) Have been satisfactory in general conduct; and (iii) Are suitable from the point of view of health with particular regard to sick leave.

Prior to completion of the probationary contract a decision will be made as to whether or not you will be retained pursuant to section 5A(2) of the Civil Service Regulation Acts 1956 to 2005. This decision will be based on your performance assessed against the criteria set out in (i) to (ii) above. The detail of the probationary process will be explained to you by the Commission and you will be given a copy of the Department of Finance guidelines on probation.

4. HeadquartersThe successful candidate will be based at the Commission offices, currently at Styne House, Hatch Street, Dublin 2, or at another place should the Commission move its offices. When absent from home and the Commission’s offices on duty, the successful candidate will be paid appropriate travelling expenses and subsistence allowances subject to normal civil service regulations.

5. Retirement/SuperannuationThe successful candidate will be offered the appropriate superannuation terms and conditions as prevailing in the Civil Service at the time of being offered an appointment. In general, an appointee who has never worked in the Public Service will be offered appointment based on membership of the Single Public Service Pension Scheme (“Single Scheme”). Full details of the Scheme are at www.singlepensionscheme.gov.ie

Where the appointee has worked in a pensionable (non-Single Scheme terms) public service job in the 26 weeks prior to appointment or is currently on a career break or special leave with/without pay different terms may apply. The pension entitlement of such appointees will be established in the context of their public service employment history.

Key provisions attaching to membership of the Single Scheme are as follows:

Pensionable Age: The minimum age at which pension is payable is 66 (rising to 67 in 2021 and 68 in 2028 in line with changes in State Pension age).

Retirement Age: Scheme members must retire on reaching the age of 70. Career average earnings are used to calculate benefits (a pension and lump sum

amount accrue each year and are up-rated each year by reference to CPI). Post retirement pension increases are linked to CPI.

Pension Abatement

If the appointee has previously been employed in the Civil or Public Service and is in receipt of a pension from the Civil or Public Service or where a Civil/Public Service pension comes into payment during his/her re-employment that pension will be subject to abatement in accordance with section 52 of the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. Please note: In applying for this position you are acknowledging that you understand that the abatement provisions, where relevant, will apply. It is not envisaged that the Commission will support an application for an abatement waiver in respect of appointments to this position.

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However, if the appointee was previously employed in the Civil or Public Service and awarded a pension under voluntary early retirement arrangements (other than the Incentivised Scheme of Early Retirement (ISER), the Department of Health Circular 7/2010 VER/VRS or the Department of Environment, Community & Local Government Circular letter LG(P) 06/2013, any of which renders a person ineligible for the competition)the entitlement to that pension will cease with effect from the date of reappointment. Special arrangements may, however be made for the reckoning of previous service given by the appointee for the purpose of any future superannuation award for which the appointee may be eligible.

Department of Education and Skills Early Retirement Scheme for Teachers Circular 102/2007The Department of Education and Skills introduced an Early Retirement Scheme for Teachers. It is a condition of the Early Retirement Scheme that with the exception of the situations set out in paragraphs 10.2 and 10.3 of the relevant circular documentation, and with those exceptions only, if a teacher accepts early retirement under Strands 1, 2 or 3 of this scheme and is subsequently employed in any capacity in any area of the public sector, payment of pension to that person under the scheme will immediately cease. Pension payments will, however, be resumed on the ceasing of such employment or on the person's 60th birthday, whichever is the later, but on resumption, the pension will be based on the person's actual reckonable service as a teacher (i.e. the added years previously granted will not be taken into account in the calculation of the pension payment).

Ill-Health-Retirement

Please note that where an individual has retired from a Civil/Public Service body on the grounds of ill-health his/her pension from that employment may be subject to review in accordance with the rules of ill-health retirement within the pension scheme of that employment.

Pension AccrualA 40-year limit on total service that can be counted towards pension where a person has been a member of more than one pre-existing public service pension scheme (i.e. non-Single Scheme) shall apply. This 40-year limit is provided for in the Public Service Pensions (Single Scheme and Other Provisions) Act 2012. This may have implications for any appointee who has acquired pension rights in a previous public service employment.

Pension-Related DeductionThis appointment is subject to the pension-related deduction in accordance with the Financial Emergency Measures in the Public Interest Act 2009. Please note that from 1 January 2019 PRD will be replaced by an Additional Superannuation Contribution (ASC) in accordance with the Public Service Pay and Pensions Act 2017.

For further information in relation to the Single Public Service Pension Scheme please see the following website: www.singlepensionscheme.gov.ie

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6. Hours of attendanceHours of attendance will be fixed from time to time but will amount to not less than 43 hours 15 minutes gross per week. The successful candidate will be required to work such additional hours from time to time as may be reasonable and necessary for the proper performance of his/her duties subject to the limits set down in the Organisation of Working Time Act 1997. The rate of remuneration payable covers any extra attendance liability that may arise from time to time.

Organisation of Working Time Act 1997The terms of the Organisation of Working Time Act 1997 will apply, where appropriate, to this employment.

7. Sick LeavePay during properly certified sick absence, will apply, in accordance with the provisions of the Public Service Sick Leave Scheme, 2014.

Appointees will be required to sign a mandate authorising the Department of Employment Affairs and Social Protection to pay any benefits due under the Social Welfare Acts direct to the Law Reform Commission and payment during illness will be subject to the appointee making the necessary claims for social insurance benefit to the Department of Employment Affairs and Social Protection directly within the required time limits.

8. Annual LeaveThe annual leave allowance will be 22 working days per annum, rising to 23 after 5 years’ service, 24 after 10 years’ service, 25 after 12 years’ service and 26 after 14 years’ service. This allowance is subject to the usual conditions regarding the granting of annual leave and is on the basis of a five-day week and is exclusive of the usual public holidays.

9. Secrecy, Confidentiality and Standards of Behaviour The appointment will be subject to the provisions of the Official Secrets Act 1963, as amended. Successful candidates will agree not to disclose to third parties any confidential information either during or subsequent to the period of employment.

Civil Service Code of Standards and BehaviourThe appointment will be subject to the Civil Service Code of Standards and Behaviour.

Political ActivityThe appointment will be subject to the rules governing civil servants and politics.

Ethics in Public Office Acts 1995 and Standards in Public Office Act 2001The provisions of these Acts apply, as appropriate, to this position.

Personnel CodeAll circulars are available on the website www.circulars.gov.ie.

IMPORTANT NOTICEThe above represents the principal conditions of service and is not intended to be the comprehensive list of all terms and conditions of employment which will be set out in the employment contract to be agreed with the successful candidate.

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COMPETITION PROCESS

How to apply

Applications must be made by submitting the application form which can be accessed online at www.laweform.ie and must include the following elements:

Employment History Personal Statement Key Achievements

Any inaccuracy in completing the form may result in rejection. Therefore it is in your own interest to ensure that the information supplied in all sections is correct. If it is necessary to continue on a separate sheet please set the information out in the same manner as in the application form.

The admission of a person to a competition, or invitation to attend an interview, is not to be taken as implying that the Law Reform Commission is satisfied that such person fulfils the requirements of the competition or is not disqualified by law from holding the position and does not carry a guarantee that your application will receive further consideration. It is important, therefore, for you to note that the onus is on you to ensure that you meet the eligibility requirements for the competition before attending for interview. If you do not meet these essential entry requirements but nevertheless attend for interview you will be putting yourself to unnecessary expense as the Law Reform Commission will not be responsible for refunding any expenses incurred.

Applications should be made by email to recruitment@lawreform.ie

Closing Date: Friday 14 th September at noon.

Applications received after the closing date and time will not be accepted.

The completed application form must be forwarded by e-mail to recruitment@lawreform.ie not later than Friday 14th September at noon. If you do not receive an acknowledgement confirming receipt of your completed application form, please contact Legal and Corporate Services, Law Reform Commission – telephone: 01-6377600 (lcs@lawreform.ie)

Selection MethodsNormally the number of applications received for a position exceeds that required to fill existing and future vacancies to the position. While you may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, the Law Reform Commission may decide that only a certain number of candidates will be called to interview. In this respect, the Law Reform Commission will employ a shortlisting process to select a group for interview who, based on an examination of the application form, appear to be the most suitable for the position. This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates who are, prima facie, better qualified and/or

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have more relevant experience. It is therefore in your own interests to provide a detailed and accurate account of your qualifications/ experience on the application form.

The methods used to select the successful candidate for this post will include:

Shortlisting (if necessary) of candidates on the basis of the information contained in their application form.

If shortlisted, a competitive interview, which may also include a presentation and/or an additional assessment exercise(s).

It is envisaged that interviews will take place during the week(s) commencing 24th

September 2018.

The onus is on all applicants to make themselves available on the date(s) specified by the Law Reform Commission and to make whatever arrangements are necessary to ensure that they receive communications sent to them at the contact details specified on their application form (e-mail is the preferred communication medium, but regular post may be used where deemed appropriate). The Law Reform Commission will not be responsible for any expenses incurred by candidates in relation to their candidature.

ConfidentialitySubject to the provisions of the Freedom of Information Act 2014, applications will be treated in strict confidence.

Security ClearanceGarda vetting will be sought in respect of individuals who are considered for appointment. The applicant will be required to complete and return a Garda Vetting form. This form will be forwarded to An Garda Síochána for security checks on all Irish and Northern Irish addresses at which they resided. Enquiries may also be made with the police force of any country in which the applicant resided. If unsuccessful this information will be destroyed by the Law Reform Commission. If the applicant is subsequently considered for another position, he/she will be required to supply this information again.

Candidates’ Rights

Guidelines for dealing with appeals/requests for reviewThe Law Reform Commission will consider requests for review in accordance with the provisions of the codes of practice published by the CPSA and referred to in the cover sheet at the front of this booklet. The Codes of Practice are available on the website of the Commission for Public Service Appointments (www.cpsa.ie).

Where a candidate is unhappy with an action or decision in relation to his or her application he/she can seek a review under Section 7 of the code of practice governing the recruitment process by a person in the recruiting body (initial reviewer). Where a candidate remains dissatisfied following this initial review, he/she may seek to have the conduct of the initial review examined by a “decision arbitrator”.

As an alternative to the above, it is open to a candidate to seek to have the matter resolved on an informal basis, as set out below. If a candidate remains dissatisfied following any such discussion it is open to him/her to seek a formal review.

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Informal process The candidate can avail of the informal review within five working days of notification of

the initial decision, and should normally take place between the candidate and the person who communicated the decision (or relevant person).

Where the decision being conveyed relates to an interim stage of a selection process, the request for informal review must be received within two working days of the date of receipt of the decision.

Where a candidate remains dissatisfied following any such informal discussion, he/she may adopt the formal procedures set out below.

If the candidate wishes the matter to be dealt with by way of a formal review, he/she must do so within two working days of the notification of the outcome of the informal review.

Formal Process: Internal review

The candidate must address his/her concerns in relation to the process in writing to the Head of HR and Corporate Services, Law Reform Commission setting out those aspects of the action or decision in relation to his/her candidature that he/she wishes to have reviewed.

A request for review must be made within ten working days of the notification of the initial decision. Where the decision relates to an interim stage of a selection process, the request for review must be received within four working days.

Any extension of these time limits will only be granted in the most exceptional of circumstances and will be at the sole discretion of the Full Time Commissioner or other Designated Officer within the Commission.

The outcome must generally be notified to the candidate within 20 working days of receipt of the complaint or request for review. The candidate will receive the outcome of the review by means of a written report.

Should a candidate be dissatisfied with the outcome of the initial review, he/she may request a review by a decision arbitrator of the conduct of the initial review.

Review by the decision arbitratorThe decision arbitrator is appointed by the President of the Law Reform Commission. The decision arbitrator will have been unconnected with the selection process and he/she will adjudicate on requests for review in cases where a candidate is not satisfied with the outcome of the initial review. The decision of the decision arbitrator in relation to such matters will be final.

A request made to the decision arbitrator must be received within seven working days of the notification of the outcome of the initial review.

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The outcome of the investigation must be notified to the candidate in the form of a written report within 10 working days.

Where a candidate believes that an aspect of the process breached the CPSA’s Code of Practice, he/she can have it investigated under Section 8 of the code of practice.

Informal process

The CPSA recommends that the candidate avail of the informal process to try to resolve the matter with the recruiting body. If the candidate is still dissatisfied he/she may resort to the formal process within two working days of receiving notification of the informal process.

Formal process If you are requesting a formal review you must write to the Full Time Commissioner or

other Designated Officer within the Commission providing details of the breach of the code of practice and enclosing any relevant documentation that might support the allegation.

The outcome must generally be notified to the candidate within 20 working days of receipt of the complaint or request for review. If a decision cannot be made within this timeframe, the reviewer will keep the candidate informed of the status of the review.

Should a candidate be dissatisfied with the outcome of this review, he/she may request a further review by referring the matter to the Commission for Public Service Appointments in the form of an appeal of the review of the licence holder. He/she must write to the Commission for Public Service Appointments within ten working days of receiving the outcome of the licence holder’s review.

Candidates' ObligationsCandidates should note that canvassing will disqualify and will result in their exclusion from the process.

Candidates must not: knowingly or recklessly provide false information canvass any person with or without inducements interfere with or compromise the process in any way.

A third party must not personate a candidate at any stage of the process. Any person who contravenes the above provisions or who assists another person in contravening the above provisions may be guilty of an offence.

In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then:

where he/she has not been appointed to a post, he/she will be disqualified as a candidate; and

where he/she has been appointed subsequently to the recruitment process in question, he/she shall forfeit that appointment.

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Deeming of candidature to be withdrawnCandidates who do not attend for interview or other test when and where required by the Law Reform Commission, or who do not, when requested, furnish such evidence as the Law Reform Commission requires in regard to any matter relevant to their candidature, will have no further claim to consideration.

Quality customer serviceWe aim to provide an excellent quality service to all our customers. If, for whatever reason, you are unhappy with any aspect of the service you receive from us, we urge you to bring this to the attention of the Head of HR and Corporate Services or staff member concerned. This is important as it ensures that we are aware of the problem and can take the appropriate steps to resolve it.

Data Protection Acts 1988 to 2018When your application form is received, we create a computer record in your name, which contains much of the personal information you have supplied. This personal record is used solely in processing your candidature. Such information held on computer is subject to the rights and obligations set out in the Data Protection Acts 1988 to 2018. You are entitled under these Acts to obtain, at any time, a copy of information about you, which is kept on computer. The Law Reform Commission charges a fee of €6.35 for each request. You should enclose a cheque or postal order and address your request to:

Head of HR and Corporate Services, Law Reform Commission, Styne House, Hatch Street, Dublin 2.

Certain items of information, not specific to any individual, are extracted from computer records for general statistical purposes.

Note: This document is for information only, and is not intended as a legal interpretation of any other documents, guidelines, or legislation.

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APPENDIX – CIVIL SERVICE COMPETENCY FRAMEWORK

EXTRACTS FROM CLERICAL OFFICER LEVEL

Team work Shows respect for colleagues and co-workers Develops and maintains good working relationships with others, sharing information and knowledge, as appropriate Offers own ideas and perspectives Understands own role in the team, making every effort to play his/her part

Information Management / Processing

Approaches and delivers all work in a thorough and organised manner Follows procedures and protocols, understanding their value and the rationale behind them Keeps high quality records that are easy for others to understand Draws appropriate conclusions from information Suggests new ways of doing things better and more efficiently

Delivery of Results

Takes responsibility for work and sees it through to the appropriate next level Completes work in a timely manner Adapts quickly to new ways of doing things Checks all work thoroughly to ensure it is completed to a high standard and learns from mistakes Writes with correct grammar and spelling and draws reasonable conclusions from written instructions Identifies and appreciates the urgency and importance of different tasks Demonstrates initiative and flexibility in ensuring work is delivered

Customer Service & Communication Skills

Actively listens to others and tries to understand their perspectives/ requirements/ needs Understands the steps or processes that customers must go through and can clearly explain these Is respectful, courteous and professional, remaining composed, even in challenging circumstances Can be firm when necessary and communicate with confidence and authority Communicates clearly and fluently when speaking and in writing Actively listens to others and tries to understand their perspectives/ requirements/ needs

Specialist Knowledge, Expertise and Self Development

Develops and maintains the skills and expertise required to perform in the role effectively, e.g. relevant technologies, IT systems, spreadsheets, Microsoft Office, relevant policies etc. Clearly understands the role, objectives and targets and how they fit into the work of the unit Is committed to self development and continuously seeks to improve personal performance

Drive & Commitment to Public Service Values

Consistently strives to perform at a high level and deliver a quality service Serves the Government and people of Ireland Is thorough and conscientious, even if work is routine Is enthusiastic and resilient, persevering in the face of challenges and setbacks Is personally honest and trustworthy At all times, acts with integrity

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